Employment Law For HR and Supervisors: Understanding Your Duties, Responsibilities, and Compliance Requirements
Steven G. Meilleur, Ph.D. is President and CEO of PRAXIS Management Solutions, LLC, a virtual training, and consulting firm with a team of expert, and experienced associates specializing in human resources, organizational management, risk management, strategic and operational planning, Organizational Development, and more, in the public, private for-profit, and private non-profit sectors.
He also serves as Sr. Vice-President of Risk Services – HR & Employment, for Poms & Associates, leading a team providing consulting and other support services to clients nationwide in human resources and employment matters. With more than 40 years of experience as a working professional, among other positions he has held Dr. Meilleur has served as the HR Director for the City of Rio Rancho, NM, Director of the State Bar of NM’s Center for Legal Education, and HR Team Leader for Plains Electric G&T Cooperative.
His experience in HR management is in the public, private for-profit, and private non-profit sectors, having served in executive and other management positions. He received his BA in English Literature and Education at Bucknell University, and his Executive MBA & Ph.D. from the University of New Mexico.
He is also a Lecturer on the faculty of the UNM graduate School of Public Administration, teaching in the areas of human resource management, leadership, organizational behavior, strategy and change, and NPO management.
This webinar has been approved for 1.50 HR (General) recertification credit hours toward aPHR™, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™, and SPHRi™ recertification through HR Certification Institute® (HRCI®). Please make note of the activity ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org
For any further assistance please contact us at firstname.lastname@example.org
Awareness of federal and state employment laws and regulations and how to mitigate risk is now more crucial than ever. Some reports indicate that one in five team leaders or front-line managers can expect to be named in some form of employment-related charge or litigation. At least half of this litigation could be eliminated if some basic legal landmines were avoided.
Virtually all decisions inherent in employment law violation lie with under-educated management. In this session, you will review the federal and state employment laws that impact your role (FLSA, FMLA, ADA, OSHA, and more), and explore strategies for reducing legal risk and potential challenges.
Understanding federal and state discrimination laws, and how to mitigate risk to the employer is an essential function of human resources. We will review the employment discrimination laws that impact your role including Title VII of the Civil Rights Act, ADEA, The Equal Pay Act, EO 11246 Affirmative Action, the Rehab Act, GINA, Discrimination laws, and more.
It is virtually impossible for any employer to eliminate all potential employment litigation, but you can minimize the likelihood of these claims by eliminating common mistakes that could have easily been prevented by training for managers and supervisors. These landmines include such things as failure to properly document, failure to train, negligent supervision, inappropriate electronic messages, and more.
This session will emphasize:
- An overview of employment law
- Common employment landmines -tips and traps
- Legal duties and responsibilities of managers and supervisors
- Preventing problems and avoiding the employment law mistakes that can lead to costly litigation
Course Level - Basic/Intermediate
Who Should Attend
HR professionals, Managers, Supervisors, Business owners, Team leaders
Why Should You Attend
All employers throughout the United States are faced with rapid and increasing changes and developments in the area of employment law. Employment-related claims can often result in tremendous employer liability as well as substantial legal expense, and for the manager and/or supervisor involved, such claims can be extremely upsetting, stressful, and embarrassing. For the employer, the real cost of litigation goes well beyond attorney fees and any settlements paid – the cost of lost productivity and lowered morale are debilitating.